As part of entering general information for a new employee, you need to enter job-related information. 

Follow these guidelines to enter job-related information:

  • Job: Select the Job of the employee from the drop-down list.
    Example: Therapist, beautician, stylist.
    Tip
    : If you do not find the Job you are looking for, you need to create the Job from the Organization level from Employee > Employees > Jobs.  
  • Designation: Select the designation of the employee - the options you see depend on the Job you select.
    Example: Senior therapist, Junior beautician.
  • Company Name: Enter the name of your company. 
  • Salary: Enter the salary of the employee. There is no interdependency between the salary you enter here and the other fields such as Hourly Rate and Overtime. Zenoti provides these fields to offer flexibility and also to track numbers in related reports. 
  • Hourly Rate: Enter the amount you pay per hour to the employee if your organization uses this method to pay employees. Else, you can leave this field blank. There is no interdependency between the hourly rate and the other fields such as Salary and Overtime. Zenoti provides these fields to offer flexibility and also to track numbers in related reports.
  • Overtime: Enter the overtime rate you pay the employee, if applicable. 
  • Select Employee Work Task: Select the Work Tasks that the employee is capable of performing such as Trainer - New Hires, Trainer - Stylist, and Event Host.
    Important
    : You will see this option only if your organization has set up Work Task Types for employees to check-in and checkout hours for tasks they perform beyond their main job or principal task. 
  • Request Therapist Bonus: Define a fixed amount as a bonus each time a guest specifically requests for this employee as a Requested Therapist.
  • Mandatory Break: Enter the number of minutes for which you want the employee to take a mandatory break. If you want to ensure that your employees perform well, it is essential they get their rest too. Labor laws also require that you give mandatory breaks to employees. Example: 45 minutes or 60 minutes. 
  • Commission: Select this checkbox Eligible for additional commission bonus if you want to award the employee an additional bonus over and above the commissions defined at the item level or at the job profile level. You can configure employee additional commission bonus as a:
    - Flat Amount for each service the employee performs
    - Percentage of service commission for each service
  • Max Work Hours: Enter the maximum number of hours you expect the employee to work in a payroll period. A payroll period is the frequency of the payroll (the frequency of how often employees are paid). Typically, payroll periods may be:
    -  
    Weekly
    -  
    Bi-weekly (every two weeks)
    -  Semi-monthly (twice in a month)
    -
     Monthly
    Example
    : Considering an employee works for 8 hours a day, 5 times a week, the total working hours for the week are:
    8x5= 40 hours in a week.
    A year has 52 weeks.
    Therefore, 40x52 = 2080 hours in a year.
    Enter the number of maximum working hours based on the payroll period you follow:
    a) Weekly (Paid 52 times a year) is 2080 hrs / 52 times  = Maximum 40 hours per   pay period
    b) Bi-Weekly (Paid 26 times a year) is 2080 hrs / 26 times =  Maximum 80 hours     per pay period
    c) Semi-Monthly (Paid 24 times a year) is 2080 hrs/ 24 times = Maximum 86.67     hours per pay period
    d) Monthly (Paid 12 times a year) is 2080 hrs / 12 times =  Maximum 173.33 hours     per pay period  
  • Target Revenue: Enter the monthly target revenue for the employee. The target revenue is the sum of revenues an employee generates in the form of performing services, and selling products, memberships, packages, and gift cards. You can track employee performance against this target revenue.
    Example
    : Suppose the target revenue for an employee is $1500 in a month and the employee is able to achieve only $400, then managers and other owners can track this below average performance in Employee Performance reports. This will help the employee and the management to find ways to encourage the employee to do better in the future.  
  • Vacation Days: Enter the number of days - vacation days such as sick leave, casual leave that the employee can avail. The number of days you enter here is considered to calculate leave losses and leave gains through attendance categories. This is not a mandatory field.
  • Special Leave Days: Enter the special day leaves in a month that the employee is eligible for such as compensatory off or birthdays, wedding anniversaries if your organization has such a policy.
  • Start Date: Enter the start date of the employee in your organization. This is usually the date when the employee joins your organization. Example: 15-10-2016
  • End Date:  Enter the end date of the employee in your organization. This is the last date or the date on which the employee leaves your organization.
    Example
    : 30-11-2018.
    Tip: It is a best practice to enter an end date to the employee record rather than deleting the employee record. After the end date, the employee will no longer have access to Zenoti or the employee and manager apps. Retaining employee records in this way is a good practice because you can always network with employees even after they have left. You can reach out and let such employees know of any vacancies and ask them for references of people who may want to join. If an old employee re-joins your organization, it is best to create a new employee record (rather than use the existing employee record) to ensure that all reports reflect the current data with regard to details such as leaves, schedules, payroll, commissions. 
  • Tenure Start Date: Enter the tenure start date of the employee in your organization.
    Example
    : Your company may have a probation period of 2 months. That is, an employee may get their employment confirmation after two months of working with the company. Similarly, you may have an extensive training and induction period of 3 months - employees who complete this training get their employment confirmation only at the end of this period. For instance, if the Start date was 15-10-2016 and the probation period is 2 months, then the Tenure Start Date will be 15-12-2016. 

See Also:

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